1. Write the bar down first
Nick works from your approved criteria: must-haves, nice-to-haves and anything that must not be used in screening. Vague criteria come back as questions before any applicant is reviewed.
Screen inbound applicants
Nick reviews new Greenhouse applicants against your written hiring bar, groups them with evidence for each criterion and leaves every decision to your recruiters.
With Nick, Recruiter
inbound-applicants
Example brief · Hypothetical workflow
Your brief
Screen new applicants for the senior backend role against our scorecard. Show me who clearly meets the must-haves, who doesn’t and who needs a closer look.
NickAPP
I’ll check each application against the must-haves you wrote and link the evidence behind every note.
See example output ↓How Nick handles it.
Starts: When new applications arrive in Greenhouse for the jobs you choose, reviewed at the cadence you set.
2. Review each application against it
For each new application in the connected Greenhouse job, Nick reads the resume and answers and records which criteria the evidence supports, contradicts or leaves unclear, citing where in the application each note comes from.
3. Hand the decisions to your team
Recruiters get applicants grouped as meets must-haves, missing a must-have or needs review, with the reasoning attached. Advancing or declining someone, and any message to a candidate, stays with your team or waits for their approval.
Every review tied to your criteria.
Nick works through new applicants at the cadence you set. Volume and your team’s review time decide how quickly each person hears back, so this workflow makes no same-day promise.
Hypothetical finished result
Example output
Inbound screening summary
Hypothetical: 24 new applications for a senior backend engineer role over two days.
- Meets must-haves
- Seven applicants. A typical note: “Four years building and running a payments service in Go (resume, second role). On-call ownership described in the application answers.”
- Needs review
- Five applicants whose relevant experience the application leaves unclear, such as distributed-systems work described only at team level. Suggested questions for a recruiter screen are included.
- Missing a must-have
- Twelve applicants, each listed with the criterion that is not evidenced. No one has been declined; the list waits for a recruiter’s decision.
The apps this job needs.
Connect the accounts and actions for your workflow. Start in Artie or add your Artisan to Slack; access stays within your account permissions.
Explore apps- Greenhouse
- Connect the jobs to screen, with read access to applications. Allow notes or tags only if you want Nick’s review recorded there.
- Google Docs (optional)
- Share the scorecard or hiring-bar document the review should follow.
Questions about this workflow
Does Nick reject candidates?
No. Nick prepares the review. Your recruiters decide who moves forward and who is declined, and approve any message before it is sent.
Will every applicant be screened the same day?
Not necessarily. Nick reviews at the cadence you set, and timing depends on volume and access. The summary shows who has and hasn’t been reviewed.
How is screening kept fair?
Nick uses only the job-related criteria you approve and leaves out the attributes you exclude. Your team should still review the criteria and outcomes for fairness and legal requirements.